<aside> <img src="https://s3-us-west-2.amazonaws.com/secure.notion-static.com/7f34524d-9389-4bb8-b803-8796988dd464/Web_logo_(256__256px)_(2).png" alt="https://s3-us-west-2.amazonaws.com/secure.notion-static.com/7f34524d-9389-4bb8-b803-8796988dd464/Web_logo_(256__256px)_(2).png" width="40px" /> What we love about this handbook section

🖤 We love that Checkly share their approach to pay reviews. It sets clear expectations with employees, but also applicants around how pay reviews happen; something that is too often shrouded in mystery! Transparency around pay reviews can build trust with employees, but also improve retention and reduce attrition. People aren’t left getting frustrated about the unknowns when it comes to their progression and are more likely to be calm, and stay with you for longer. Awesome work from Checkly. 👏

****Check out their entire handbook for inspiration here: 🔗Checkly's full handbook

</aside>

📣 This page is public. Please do not add any confidential information.

There’s 1 pay review per year, plus an additional market check-in, performed by People Ops with your manager:

  1. October/November (pay review for all team members: update of benchmarks, and seniority and performance levels)
  2. May/June (market check-in for exceptions e.g. as team members who joined too early for the pay review or who have performed exceptionally)

Promotions and pay increases can be done as part of as well as outside of the pay review cycles.

Things to consider for promotions and other pay increases:

Also check out: